| What it means to work here. | |
| | |
MedLine Citation:
|
PMID: 17348174 Owner: NLM Status: MEDLINE |
Abstract/OtherAbstract:
|
What distinguishes a company that has deeply engaged and committed employees from another one that doesn't? It's not a certain compensation scheme or talent-management practice. Instead, it's the ability to express to current and potential employees what makes the organization unique. Companies with highly engaged employees articulate their values and attributes through "signature experiences"--visible, distinctive elements of the work environment that send powerful messages about the organization's aspirations and about the skills, stamina, and commitment employees will need in order to succeed there. Whole Foods Market, for example, uses a team-based hiring and orientation process to convey to new employees the company's emphasis on collaboration and decentralization. At JetBlue, the reservation system is run by agents from their homes, a signature experience that boosts employees' satisfaction and productivity. Companies that successfully create and communicate signature experiences understand that not all workers want the same things. Indeed, employee preferences are an important but often overlooked factor in the war for talent. Firms that have engendered productive and engaged workforces address those preferences by following some general principles: They target potential employees as methodically as they target potential customers; they shape their signature experiences to address business needs; they identify and preserve their histories; they share stories--not just slogans--about life in the firm; they create processes consistent with their signature experiences; and they understand that they shouldn't try to be all things to all people. The best strategy for coming out ahead in the war for talent is not to scoop up everyone in sight but to attract the right people--those who are intrigued and excited by the environment the company offers and who will reward it with their loyalty. |
| | |
Authors:
|
Tamara J Erickson; Lynda Gratton |
Related Documents
:
|
11519644 - A trickle-down model of organizational justice: relating employees' and customers' perc... 3699614 - Establishing a hospital's employee assistance program. 11824724 - Training employees as a management attribute of successful companies. 9140204 - Improving office work: a participatory ergonomic experiment in a naturalistic setting. 16342084 - A disease-specific self-help program compared with a generalized chronic disease self-h... 11382214 - A graphic framework for teaching critical appraisal of randomized controlled trials. |
Publication Detail:
|
Type: Journal Article |
Journal Detail:
|
Title: Harvard business review Volume: 85 ISSN: 0017-8012 ISO Abbreviation: Harv Bus Rev Publication Date: 2007 Mar |
Date Detail:
|
Created Date: 2007-03-12 Completed Date: 2007-04-16 Revised Date: - |
Medline Journal Info:
|
Nlm Unique ID: 9875796 Medline TA: Harv Bus Rev Country: United States |
Other Details:
|
Languages: eng Pagination: 104-12, 144 Citation Subset: H |
Affiliation:
|
Concours Institute, Concours Group. tjerickson@concoursgroup.com |
Export Citation:
|
APA/MLA Format Download EndNote Download BibTex |
| MeSH Terms | |
Descriptor/Qualifier:
|
Commerce* Humans Personnel Loyalty* Personnel Management* United States |
From MEDLINE®/PubMed®, a database of the U.S. National Library of Medicine
Previous Document: Competitive advantage on a warming planet.
Next Document: Maximizing your return on people.